Talent turnover and the contagion effect: the case of the aerospace industry

in Human Resource Development International (2023)

Being an “outsider in”: skilled migrants' career strategies in local organizations

in Journal of Global Mobility (2023)

Purpose – Although the literature on the careers of skilled migrants is growing, relatively little is known about their experiences inside host country organizations. This article is a replication and an ... [more ▼]

Purpose – Although the literature on the careers of skilled migrants is growing, relatively little is known about their experiences inside host country organizations. This article is a replication and an extension of a study by Zikic et al. (2010) on career challenges and coping strategies of skilled migrants. In contrast to the replicated study, where the focus was on the unemployed pool of talented migrants, in this study, the authors look at the career experiences of those who are already employed. Similar to the study of Zikic et al. (2010), the authors seek to explore how migrants understand their careers and what approaches they use to enact career opportunities from the perspective of “insiders” in local organizations. Design/methodology/approach – The authors used a qualitative explorative approach. Based on 24 indepth interviews with highly qualified specialists, who were hired for positions in Luxembourg corresponding to their professional profiles, the authors explore what challenges they face at the workplace and how they tackle them. Findings – This research not only replicates the study of Zikic et al. (2010) but also extends the authors’ knowledge of the careers of skilled migrants in the context of local organizations. By focusing on employed skilled migrants, the authors open a “black box” of their career challenges and strategies and extend an earlier career typology (Zikic et al., 2010) into what happens within local organizations. In particular, this study identifies two major challenges that skilled migrants experience, namely, “trying to fit in” and “managing career mismatch”. Then, it shows three unique strategies that skilled migrants use to manage their careers. This allows us to cluster skilled migrants into three categories that the authors conceptualized, namely “workhorses”, “career rebels” and “career conformists”. Originality/value – This study contributes to the literature on the careers of skilled migrants by theorizing the experiences of migrant careers after organizational entry. It also contributes to the talent management literature by providing nuanced insights into the challenges, strategies and profiles that this global talent has. [less ▲]

Giving talents a voice: Talent management n the aerospace industry

Scientific Conference (2022)

Although Talent Management (TM) has been studied for the last two decades, the empirical knowledge represents highly managerial view on the phenomenon. Those important studies that investigated TM from ... [more ▼]

Although Talent Management (TM) has been studied for the last two decades, the empirical knowledge represents highly managerial view on the phenomenon. Those important studies that investigated TM from both managers’ and talents’ perspectives are scarce and quite fragmented since they focus only on one or two components of TM. In this work, we try to examine TM holistically by focusing on five main TM components together – talent definition, TM goals, attraction, development and retention of talents – through the perspectives of managers and talented individuals. To that end, we interviewed 40 talents and their managers in the aerospace industry in Luxembourg. We identified shared, exclusively managers’ and exclusively talents’ views of TM and named them “functional”, “pragmatic” and “romanticized” respectively. By combining the shared view and expected views, we propose an ideal TM for talent and an ideal TM for managers. [less ▲]

Talent turnover in High-Tech industry: Is there a contagion effect?

Scientific Conference (2022)

Developing a talent: An exploratory study of Talent Management in Russia

Scientific Conference (2021, July 29)

Gender Diversity Practices in Talent Management: An Exploratory Study in the Space Industry in Luxembourg

Scientific Conference (2021, April 22)

This study contributes to the conceptual and empirical understanding of how gender diversity management (GDM) is integrated into talent management (TM). Following the grounded theory, we interviewed 40 HR ... [more ▼]

This study contributes to the conceptual and empirical understanding of how gender diversity management (GDM) is integrated into talent management (TM). Following the grounded theory, we interviewed 40 HR managers and talents from the space industry in Luxembourg. We provide a nuanced picture of what attitude on the GDM in TM organizations have, what strategies and practices they conduct, and how they differ from each other. Based on these differences, we developed three types of GDM integration to TM and explained the talents’ view on this issue. This study is the first empirical investigation of GDM in TM in the space industry that integrates both: the TM executives’ and TM receivers’ views on gender equality in TM. [less ▲]

How To Attract And Retain Talents In Not-For-Profit Organizations?

Scientific Conference (2019, September 30)

Talent mangement flexibility in a cyclical industry

Presentation (2019, July 02)